HRMOS Series Officially Releases 'HRMOS Labor', Seamlessly Connecting Recruitment and Labor Management

BizReach Co., Ltd. (Location: Shibuya-ku, Tokyo / President: Tetsuya Sakai, hereinafter referred to as 'our company'), which operates the talent utilization platform 'HRMOS' series, officially releases the new service 'HRMOS Labor'.

This service automates onboarding procedures through integration with the series' applicant tracking system, 'HRMOS Recruitment'. Furthermore, it realizes 'Direct Recruitment Labor', which directly links 'information from the recruitment selection process (interview evaluations, skills possessed, motivation for applying, etc.)'—which has not been effectively utilized after joining the company until now—to the retention and success of employees. By offering this service at one of the lowest price points in the industry, we support SMEs in shifting towards human capital management.

URL: https://hrmos.co/labor/

■ Against the Backdrop of Severe Labor Shortages, Human Capital Management is Also Required for SMEs

Driven by changes in the market environment, such as shifting industrial structures and shorter business model lifespans due to technological advancements, there is a growing trend, primarily among large enterprises, toward 'human capital management'—viewing 'people' as capital and maximizing their value. Under these circumstances, about 70% of SMEs face the reality that they 'cannot utilize HR data for management decisions'*1, making the practice of human capital management currently difficult.

Labor shortages in SMEs are becoming increasingly severe, and bankruptcies due to labor shortages have reached record highs for three consecutive years since 2023*2. According to a 2024 survey conducted by the Small and Medium Enterprise Agency, about 80% of SMEs with more than 100 employees responded that they have a 'shortage of human resources'*3, making chronic labor shortages a major hindrance to business growth.

Additionally, in a survey conducted by our company, approximately 60% of SMEs cited 'employee retention and preventing turnover' as a high-priority HR issue*1, indicating the growing importance of not just hiring, but ensuring solid 'retention' after joining the company.

■ The Barriers of 'Data Fragmentation' and 'Concurrent HR Roles' Hinder the Use of 'Recruitment Information', the Key to Retention

The factors leading to early resignation due to unsuccessful onboarding after joining a company are diverse. Specifically, they include 'communication contents from the recruitment selection process not being utilized for onboarding', 'retention status not being visualized', and 'insufficient coordination between the HR department and the receiving department'.

To resolve these issues, it is necessary to accumulate and utilize information from the recruitment process through to the post-hiring phase. However, many companies operate different systems for 'recruitment' and 'labor', resulting in a 'fragmentation of data'. As a result, critical information from the selection process, such as interview evaluations, skills, and motivations, is not leveraged in post-hiring follow-ups. Furthermore, in SMEs, it is common for a single HR staff member to hold multiple concurrent roles, leaving them overwhelmed with routine tasks like onboarding paperwork and compliance with legal revisions, which prevents them from dedicating resources to strategic initiatives like supporting the retention and success of new hires.

■ Official Release of 'HRMOS Labor' Achieving 'Direct Recruitment Labor' that Seamlessly Connects Hiring and Labor

To solve these challenges, we are launching the new service 'HRMOS Labor' from the 'HRMOS' series. This service not only streamlines labor tasks such as onboarding procedures but also integrates with the recruitment management system HRMOS.